AI assists the work. People own the decision.

AI-assisted tools may help organize a hiring brief, convert job requirements into a structured scorecard, summarize job-related information, identify potential evidence in a resume or application, compare that evidence with role-specific criteria, support sourcing research, draft communications for review, and route work through the recruiting process.

A match score or recommendation is a decision-support signal tied to the stated job criteria. It is not a statement about a person’s worth, character, or ultimate ability to succeed.

Urrly does not instruct its systems to score protected characteristics or make employment decisions based on race, color, religion, sex, pregnancy, sexual orientation, gender identity, national origin, age, disability, genetic information, veteran status, or another legally protected trait.

AI does not make the final hiring decision. Clients make hiring decisions, with recruiter review and human judgment where the service requires it. Urrly does not warrant that any automated output is complete or error-free.

Depending on the service, the system may process a client-approved job description or scorecard and candidate-provided or lawfully obtained professional information, such as a resume, application, work history, interview evidence, and related recruiting records. Urrly may use approved service providers to process that information under contractual and security controls.

Public Ask Urrly is not a place to submit candidate names, private profiles, medical information, government identifiers, or other sensitive personal data.

Urrly designs its recruiting workflows around job-related evidence, structured criteria, traceability, and human review. Candidates may contact Urrly to request correction of inaccurate personal information or a reasonable accommodation in a Urrly-managed process. Availability of a particular review or appeal process depends on the client, service, location, and applicable law.

Use the contact page and identify the relevant opportunity or recruiting interaction.

Clients remain responsible for lawful hiring criteria, required notices, selection procedures, accommodations, bias-audit or impact-assessment obligations, and final employment decisions. Urrly may restrict or decline requests that seek discriminatory screening, private candidate data, unsupported inferences, or uses outside the agreed recruiting purpose.